Flex-Management is a philosophy that includes a deep appreciation of individual differences and the understanding that equality does not mean sameness. Here are two of the four strategies of the Flex-Management model:
1. Matching People and Jobs
Paying attention to what people like to do and what their skills are is key in matching people to jobs that best use their abilities. This strategy can involve actions such as:
- Designing flexible policies and systems related to work hours, transfers, and promotions.
- Changing job postings, job rotation, job design, and job descriptions to accomplish this strategy.
- Increased focus and training for supervisors on interviewing, recruiting and career coaching.
2. Managing and Rewarding Performance
Varying approaches to performance coaching, mentoring and feedback as well as using monetary and non-monetary rewards will result in greater employee satisfaction and higher productivity. This strategy recognizes that:
- People do not work in the same ways and are not motivated by the same methods and incentives.
- It is necessary to consider different approaches to planning work goals, managing the process of work, and rewarding people in meaningful ways.
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
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